Athletic Trainer (ATC, clinical and industrial)
- Work
- Clinical or industrial practitioner evaluating injuries, documenting follow-up, educating employees, observing workplace tasks, and referring concerns
Position directory
Rehabilitation Therapy & Audiology: positions we recruit
Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.
This is what we do all day: recruit healthcare professionals.
Hiring across rehabilitation therapy and audiology starts with separating mobility, daily activity, communication, swallowing, and hearing duties before choosing the position your service needs.
No upfront fee. You pay only if you hire.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
Positions we recruit
Rehabilitation Therapy & Audiology
14 positions
14 matching positions
Audiologist (AuD)
- Work
- Audiology clinician performing adult or pediatric hearing tests, vestibular studies, hearing aid selection, fitting, and follow-up documentation
Certified Hand Therapist (CHT)
- Work
- Occupational or physical therapist treating hand and upper-extremity conditions, providing custom orthoses and communicating with referring providers
Certified Occupational Therapy Assistant (COTA)
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- Therapy assistant delivering assigned self-care, mobility, and functional activities under occupational therapist supervision, documenting responses and concerns
Lead Physical Therapist
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- Working physical therapy lead evaluating and treating rehabilitation patients while guiding staff within therapy manager authority
Occupational Therapist (OT, OTR/L)
- Work
- Therapist assessing daily activities, cognition, and equipment needs, training patients in functional tasks and updating goals
Orthotist / Prosthetist (CO, CP, CPO)
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- Device clinician evaluating patients, recording measurements, selecting and fitting orthoses or prostheses, and conducting follow-up appointments
Physical Therapist (PT, DPT)
- Work
- Physical therapy practitioner evaluating patients, conducting follow-up treatment visits, documenting care, and communicating updates to team members
Physical Therapist Assistant (PTA)
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- Therapy assistant guiding assigned exercises, gait, and transfers under physical therapist direction, documenting responses and reporting changes
Recreational Therapist (CTRS)
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- Therapist using recreational activities for treatment, assessing participation, planning sessions, and documenting patient responses and progress
Rehabilitation Supervisor
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- Rehabilitation supervisor overseeing therapy staff, revising daily assignments, reviewing documentation, and coordinating care with other departments
SLP Clinical Fellow (SLP-CF)
- Work
- Speech-language clinician completing supervised fellowship work through assessment, therapy, documentation, and review of clinical decisions
Speech-Language Pathologist (SLP, Speech Therapist)
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- Clinician assessing swallowing, communication, cognition, voice, or language and documenting findings for medical or school-based therapy
Speech-Language Pathology Assistant (SLPA)
- Work
- Speech therapy assistant supporting assigned communication activities under speech-language pathologist supervision and recording patient or student responses
Start with the work
What should you settle before you hire?
We recruit permanent rehabilitation therapy and audiology staff for employers building or replacing these services. A physical therapist, occupational therapist, speech-language pathologist, and audiologist solve different patient problems. Assistant roles also differ from independently evaluating clinicians. Physical therapy addresses movement; occupational therapy, daily activities; speech-language pathology, communication and swallowing within a clinician’s scope; audiology, hearing.
Before starting your search, we ask who evaluates patients, who delivers follow-up care, and who handles documentation, equipment, referrals, and supervision during a normal shift.
Inpatient roles may involve discharge coordination; outpatient, evaluations and repeat visits; schools, educational services; home-based care, travel. Ask which tasks fill the day.
Ask for evidence
What should you check before an offer?
License and scope: Which license does this position need in your jurisdiction? We screen the relevant license information and ask about restrictions or pending renewals. You complete your own credentialing and clinical assessment before assigning patient duties. Evaluation ownership: Who performs the initial evaluation, sets the plan, and changes it?
- Ask candidates to explain their own responsibility in their previous service. Useful answers distinguish independent clinician decisions from assistant duties and referrals to another discipline.
- Patient population: Which age groups and conditions made up the candidate’s regular caseload? Ask for a typical evaluation and follow-up visit. Look for specific duties and referral decisions, not a broad claim of treating every population.
- Shift organization: How did the candidate handle a late arrival, an interrupted visit, or an equipment problem? A useful answer explains what changed in the schedule, who received notice, and how documentation reflected the actual service.
- Supervision and handoffs: How were assistants, aides, or students supported? Ask who reviewed care changes and how concerns reached the responsible clinician. Compare that account with the supervision arrangements your employer can actually provide.
- Service-specific skills: Ask which assessments, devices, or therapy tools the candidate used personally. For audiology, distinguish testing from device fitting and follow-up. For swallowing services, ask about relevant training and assessment experience without treating every certificate as mandatory.
Different backgrounds, different fit
Where does relevant experience come from?
We source candidates for hospitals, inpatient rehabilitation, skilled nursing, outpatient practices, home-based services, schools, and hearing care practices. We ask about managing discharge handoffs, classroom communication goals, or hearing-device follow-up, comparing actual work with your opening. People may consider moving for a different patient population, more predictable travel, a clearer supervision arrangement, or a change in service mix.
We ask what they want to retain and leave behind. That conversation helps you judge whether your actual schedule and duties fit their reasons for moving.
Avoid these
Which hiring mistakes should you avoid?
A common mistake is listing several disciplines under one title without naming the work. If your main gap is hearing assessment, a general rehabilitation advertisement can attract applicants whose licenses do not cover that service. Matching titles do not establish patient-population or service-model experience.
Another mistake is treating an assistant vacancy as a lower-cost substitute for an evaluating clinician. Define the supervising professional, delegated duties, and applicable supervision rules before deciding which position to recruit.
Making every preferred certificate mandatory can exclude suitable candidates. Separate the license needed for the role from additional training that supports your service, then decide which skills must be present at hire.
Put it to work
What are the next steps?
Tell us which visits are going uncovered, who currently evaluates patients, and what the new hire will do. We screen credentials, work history, and fit through concrete discussions about evaluations, follow-up visits, documentation, and handoffs. You compare shortlisted candidates’ evaluation responsibilities, caseloads, and supervision experience with your service needs.
Define the service gap
We clarify discipline, setting, schedule, supervision, and any service-specific training before approaching candidates.
Compare relevant backgrounds
You review candidates against your clinical standards and confirm whether their experience matches the proposed duties.
Make the hiring decision
You complete interviews, credentialing, and clinical assessment. We help clarify the offer and start arrangements. No upfront fee. You pay only if you hire.
Should we recruit one therapist for both mobility and daily activity services?
First separate the duties into physical therapy and occupational therapy work. Recruit for the license and scope covering each assignment rather than assuming similar rehabilitation experience makes the roles interchangeable. If your opening combines services, assign duties to each licensed professional rather than treating roles as interchangeable.
Can an assistant cover our evaluation backlog?
Do not define an assistant position around independent evaluations. Confirm which tasks need the evaluating clinician and which may be delegated under applicable supervision rules.
How do we distinguish speech therapy experience from swallowing experience?
Ask about the actual caseload and assessments performed. A communication-heavy background should not be treated as evidence of swallowing assessment experience without further review.
What should we ask an audiologist about hearing devices?
Ask what the candidate assessed, fitted, adjusted, and followed over time. Distinguish personal work from referrals or tasks completed by another team member.
Does home-based experience transfer to an outpatient clinic?
Compare visit planning, documentation, equipment access, and team contact. Discuss the clinic schedule directly rather than assuming either setting is easier.
How can Healthcare Headhunters help with this hire?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
Tell us which rehabilitation or hearing service needs staff, and we will help define the position before beginning your search.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
Keep the hiring brief connected
Rehabilitation Therapy & Audiology hub
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